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HR INDICATORS TO MONITOR TO ASSESS PERFORMANCE

Talent Mapping, 9-box, Results OKR… We could, in the midst of this Anglo-Saxon lexical field, believe ourselves in the world of aviation! It is not, we are in the world of HR. And if these barbaric acronyms have been adopted by HR functions in France, it is because American performance measurement methods are proving their worth … So you might as well import them and apply them! We tell you everything about these new HR indicators which are central elements of HR strategies…

The importance of performance indicators

Measuring employee performance is not only vital for the company … To ensure its productivity, respect its ROI, face inevitable transformations, but it is also a legal obligation! Article L1221-6 of the Labor Code specifies that measuring performance is mandatory for a company, and that the employee must “submit to it and be in good faith”, failing which he is liable to receive sanctions. disciplinary.
Evaluating its employees and giving them feedback is therefore not anecdotal. This is even the cornerstone of a good GPEC (performance and career management), oh how strategic for the good growth of the company!

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Performance measurement: new trends

If, in terms of performance measurement, the universal criteria remain: assessment of skills, the rate of engagement, “field” results, personal qualities, etc. Assessment systems are increasingly used. digital. And whatever their formats: annual, continuous or 360-degree evaluations.

But also emerging at the same time, new trends: these combine performance and potential. We no longer measure the results of an individual at time T; we project ourselves into the future by betting on our capacities, of course, but also by taking into account the degrees of consistency and confidence that they can claim!

The American speaker Simon Sinek goes even further by giving skills a secondary role, in favor of an accession to the corporate culture and a good command of its ecosystem, ” Do not try to recruit someone who has the right skills to carry out his mission, seek instead to recruit someone who has the same beliefs as you in your market ”he whispers in the ear of HR and entrepreneurs!

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And the new tools:

To come back to the Anglo-Saxon digital tools which are now benchmarks in terms of performance indicators, let us quote:
The 9-box; this methodology which aims to identify nine employee profiles, divided into three categories. The classification makes it possible to detect the least committed – who risk hindering the success of teams – as well as those who represent the key elements of the organization, distinguished by their results, but also their commitment, in short; their positive impact on the whole company …
Talent Mapping: this overview of the company’s resources, jointly drawn between HR functions together and line managers, aims to identify for each employee:

– His technical skills,
– His personal qualities,
– His level of engagement,
– And, finally, the performance he delivers.
The model of 70 – 20 – 10: at the service of training called “Ongoing coaching,” this methodology allows us to appreciate the resources in which the employee draws to achieve its objectives. It is part of its self-assessment process and highlights an employee’s learning, 70% of which comes from the performance of his duties, while 20% comes from his professional entourage, and the remaining 10%, from traditional training …
Key Performance Indicators KPIs Objectives and Key Results OKR (or in French “Objectives and Key Results”): these HR indicators attach to evaluate how the employee performs a specific task entrusted to him. The criteria adopted relate to effectiveness, efficiency, quality of rendering, the time required, etc.

Overall, it should be noted that new trends and new tools aim to de compartmentalize results measurement and put performance and objectives into perspective. The latter, like many items in a company, become more cooperative… They are indeed often discussed periodically, between the Direction, HR, management and the field. The results tend to be accessible to all, the teams then follow the progress and are invited to adjust their performances… Consistency and confidence are definitely the concepts in the area of ​​time!

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